BUS 210 Speaker Notes Template

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Southern New Hampshire University *

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210

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Business

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Apr 3, 2024

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BUS 210 Speaker Notes Template Slide 1: SNHU Pet Supply Co. Management Plan Greetings everyone. My name is Erica Jewett and I have recently been onboarded as the new manager for SNHU Pet Supply Company. The objective of this presentation is to address and identify problems related to employee satisfaction, rebuilding and fostering a great team culture, and how we can align our organizational structure, practices, and leadership for success. Slide SNHU Pet Supply- Who Are We? Who is SNHU Pet Supply? Well, SNHU pet supply has been in business for 30 plus years selling the best quality food, toys, and household items for your furry loved ones. SNHU Pet Supply started off as a small company located in Manchester NH. Manchester NH currently has 200 employees. With promising results and sales, a location in Denver CO was opened, expanding our employee reach with an additional 100 employees. There are also remote employees who make up an additional 300 employees. SNHU pet supply has been able to grow and expand at a remarkable rate to continue to meet the demand of its consumers. Slide Issues and Concerns During this presentation, we will discuss current pain points and issues that current employees are dealing with. We will evaluate best practices when it comes to management and leadership styles; ones that allow and foster a collaborative environment. We will also look at decision making models and how they impact a team’s ability to make decisions. And lastly, we will discuss communication skills, both formal and informal. Slide Management and Leadership From the information gathered, SNHU Pet Supply relied on a Autocratic style of management. This means management lead their employees by telling them what to do while using a coercive tactics to motivate. While in some work environments this may work, but this is not the leadership style I plan to use (Soomo Learning, 2023). Managers who use this style tend to make decisions on their own and not include their team. This type of leadership style can also lead to a lack of participation for employees. It gives a sense of dictatorship and may not be ethical. The type of style I plan to introduce is a democratic/participative style. This type of management style encourages employees to participate in the decision made (Soomo Learning, 2023). This can help employees feel empowered and be more productive. By implementing this style of management, I hope to create a collaborative work environment to meet the needs of both the employees and consumers. Slide Followership As previously mentioned, I look forward to introducing a more democratic/participative style. I will encourage our team to be open to giving and receiving constructive feedback. While we are all good at what we do, there is always room for improvement, including myself. Some of the ways I plan to structure our open feedback policy is by conducting weekly one-on-ones. This meeting will be no more than 30 minutes but will allow both myself and the employee to have an open, private forum to communicate. I also plan to create a channel using Microsoft teams, 1

hoping it will induce asking more questions, provide feedback, and help conduct projects in a timelier and more efficient manner. Slide Decision-Making Next, I would like to discuss how decisions will be made on this team. There are many models out there, but I believe the best way to allow our peers to be creative would be introducing a rational decision-making model. First, I would like to discuss the contrary, which is an intuitive decision-making model. This style promotes decisions made based on “past experiences, patterns, concepts, and other knowledge accumulates” (Soomo Learning, 2023) . While this is not a bad style of decisions making, it is not the best choice and here is why: If one’s intuition is not carefully recognized, it may lead to a biased based decision or decisions made with a simplistic thinking style. This may cause tension as it is not a collaborative style of decision-making (Soomo Learning, 2023) . So now that we have looked at intuitive decision-making, let’s focus on rational decision-making. This is one of the more common styles of decision-making. Rational decision-making is an eight-step process used to help make decisions. The eight steps are as follows: Identifying the problem, establish a decision criterion, weight decision criteria, generate alternatives, evaluate the alternatives, choose the best alternative, implement the decision, and finally, evaluating the decision (Soomo Learning, 2023) . Why do I think the model is the best for the team? It will allow our team to work collaboratively together, while providing feedback and different ideas. It also allows the decision to be made rationally, meaning if the decision cannot be made through the eight steps, it may not be a good decision. You may be asking yourself, that’s a lot of steps, what if a decision needs to be made quick. Steps will be put in place for decisions that need to be made quickly. Slide Emotional Intelligence Decisions and actions are generally made based off our emotions. With that, it is important to understand one’s emotions to avoid irrational decisions or becoming biased. Emotional intelligence is one’s ability to assess and control one’s emotions as well as understand others’ emotions around you (Soomo Learning, 2023) . There are four areas of emotional intelligence. They are as follows: Self-awareness, self-regulation, social skills, and empathy (Soomo Learning, 2023) . Allowing our team to be in touch with these four traits will allow decisions to be made without an unbiased feel. Here is how I plan to have our team have the highest sense of emotional intelligence. We will implement the twelve-question model. This is said to be a simple approach to ensure ethical decisions are being made (Soomo Learning, 2023) . The twelve questions are as followed: 1. Have you defined the problem accurately? 2. How would you define the problem if you stood on the other side of the fence? 3. How did this situation occur in the first place? 4. To whom and what do you give your loyalties as a person and as a member of the company? 5. What is your intention in making this decision? 6. How does this intention compare with the likely results? 7. Who could your decision or action injure? 2

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